Strategy Source’s Post

I had a very insightful call this morning with a senior marketing leader who found herself looking for a new role 3 months ago due to changes. After being in over 20 processes, she secured her next career move via a head hunter. It was the first time in her career that she had been looking for a job and having to compete against so many other applicants. One of the most shocking aspects she discovered, was that for a very senior hire, the process was often started with a junior person on the talent team who did the first screen. This is fine, except the person could not answer any questions about the marketing team. When you are interviewing senior applicants (although this does apply across all levels to be fair), but especially at senior levels - they are interviewing you as a company as much as you interviewing them. So if you are hiring for a Senior Marketing role and you want to keep the best people in your talent pool, there are 2 basic questions you should be able to answer: 🗝 What are the key challenges within Marketing currently? 🥅 What are the objectives / goals for marketing to achieve in the next 12 months? A bonus one might be: what is the current structure and is this going to change in the short term? Is there anything I have missed?  It is very easy to say well, we have lots of people to interview and we have massive choice. That may be the case today, but remember your Employer Brand is still important. The flow of talent will change and when it does, and you are the ones competing for talent, people remember their previous experiences. But also - remember the human side of this job. Respect and communication - keeping people informed does not cost anything, and is not too much effort if you care. If you have an experienced head hunter who you can be confident is laser-focused on the sector and is not juggling 30 jobs across various domains, you might just get the result you need. #techmarketing #b2bmarketing #recruitmentdoneright #marketingleaders

When recruiting for certain roles, the outreach message to the candidate is crucial. It can make a huge difference, as people will respond (or not respond) based on that initial message. If it's too short, "Hey, I have an awesome opportunity for you. Let's chat!", they will likely delete your message, never to be heard from again. If it's too lengthy and they feel they are starting to read a novel, they will also move on and lose interest. The experience and title of the person sending the message matters too. A message coming from a higher level title such as Manager, Director, VP, etc, or a corporate recruiter at the company, will likely have a better response rate compared to more junior titles. (this could be an entirely separate post) The message needs to be concise, but give enough information about the role to generate interest. This usually includes the basics such as size of company, why the position is open, title and key responsibilities (one sentence), location and compensation range. But just listing that stuff is pretty straightforward and boring, so you also need to include a hook or selling point about the opportunity. These could be things like: - clear path to [insert higher level title] - ability to work on greenfield projects - generous stock or profit sharing - flexible schedule - company expects to double/triple in size in the next 12-18 months - company has an annual trip to Hawaii 🙂 The list goes on, but often times, it is how you sell and articulate the position which determines if someone will actually respond to you. #recruiting #talentacquisition #outreach

"𝑻𝒉𝒆𝒔𝒆 𝒂𝒓𝒆 𝒕𝒉𝒆 𝑺𝑳𝑨'𝒔 𝒘𝒆 𝒘𝒐𝒓𝒌 𝒕𝒐...." This is something I cover with every on-boarding call with new clients, Yes, we have on boarding calls. Yes, I set out our expectations. Here's why; ✅ We are creating a strategy plan to get your role filled ✅ We are allocating resource to deliver that plan ✅ We work hard to create interest in your opportunity ✅ We pitch your business to potential candidates to gauge interest ✅ We act as your ambassador and showcase you are as an agency of choice ✅ We put our neck on the line by recommending they speak with you ✅ It's our reputation, our network and connections we care about And the reality is if you don't move quick you will miss out on the A players. Our time is wasted & your reputation tainted. So if you want to work with an agency who set expectations, creates a hiring plan, makes you accountable and delivers results then drop me a DM. #MarketingRecruitment #Hiring #HiringStrategy - - - - - - - - - - Hey, I'm Marie! 🙋🏼♀️ ✨ I am passionate about helping ambitious PR, Marketing & Media agencies recruit in order to scale whilst supporting the best agency professionals in the industry to take their career to the next level. Like, comment and share my content. Follow me and hit the 🔔 for regular updates, industry info and upcoming events!

It’s been a while…👀 After rocking the marketing world for the last 3 years, I’ve dived head first into recruitment! Swapping campaigns for connections, data for dream hires👩🏼💻 My experience with marketing has equipped me to help build long lasting relationships with clients and candidates, strategic planning and help add value to the recruitment industry.💭 My last 3 years in marketing have been exceptionally rewarding in building the steps to taking a leap into a different industry🕺 and I’m so excited about the new connections and collaborations that lie ahead. I’d love to connect with fellow recruiters, professionals and individuals with a passionate talent to thrive🙌🏼 Here’s to embracing change🥂 #recruitment #careerchange #recruitmentagency #marketing #aviationindustry #jobandtalent #growthmindset

🕵♀️ Tired of Hunting the Mass Worldwide Web leading to stressful, unproductive, and unsuccessful searches for your ideal candidate? 🙎♂️ Tired of going through endless piles of resumes, CVs, interviews, follow-ups, reference checks, background checks, and other monotonous, and time-consuming tasks? 👨💼 In Need of a Top-Tier Candidate who fits your perfect employee criteria in 3 to 14 days? 🚀 Need to fill Multiple Positions Fast? Many Positions with Candidates on File Ready to GO! 👀 Check out our International Recruiting Team! Our fully digital and highly technological process allows us to scour the 🌏 GLOBE in days to find the perfect candidates for you to choose from! 🕵♂️ Performance Backed Guarantee for 6 Months or we will replace them for FREE!! 😍 Covering Employers' Needs in 15+ Countries, 45+ Industries, and staffed over 100 people in 25 companies successfully, with many returning customers! Want to Join the League of Business Owners who have relieved the Daunting TASK of Hiring, Firing, Interviewing, and Scouring the PC, list after list? You found the right company! All-In-One Solutions, and Geared Up to Supply You with the Best Employees for Years to Come! ~ VP's ~ ~ CEO, CFO, CHRO, CCO, other C-Levels ~ Plant Managers, Project Managers, Quality Control Manager, Quality Control Auditors, or any other employees in industrial, energy, automotive, or engineering industries ~Corporate Employees such as office assistants, team leaders, shift managers, call representatives, sales representatives, customer service representatives, and many more ~Business Services such as Graphic designers, copywriters, Virtual Assistants, Video/Photo Editors, Video/Photographers, Content Creators, Influence Marketers, Web Design/Development, AR/VR Design/Development, SEO Optimizers, Vloggers & Bloggers, and again, many more ~Hospitality and Restaurant Employees such as Hotel Managers, Frontend Managers, Housekeeping Managers, Customer Relations Managers, Public Relations, Restaurant Managers, Head Chefs, Sous Chefs, High-End Wait Staff, or whomever you may need! 📞 Contact Us today to Get Your FREE Consultation and FIND OUT How to Fill All Your Employee Vacancies Faster Than Before! And Feel Free to Take Our Challenge! Any Size Big, or Small, Any Number, 10-100 Employees can be working for your company in days! We even can help you expedite onboarding, training, and more! If we can't find your perfect candidate in 2 Weeks, you get half off the recruitment fee! We are a ONE-STOP-SHOP for All your recruiting needs! You Don't Want to Miss This Opportunity for more time, more productivity, and more perfect employees! +1 704-402-0495 Mobile/WhatsApp [email protected] Schedule A Convenient time for you to have a Personal ZOOM Meeting Here: https://lnkd.in/eixJcCit

This is the worst possible message you can send to your audience on LinkedIn. Why? Because it will appeal to people who are simply looking for a job. Possibly 'any' job. Does that sounds like the person you want to join your organisation? 🤔 Or, do you want someone who: 🙌 wants to join your mission 💥 wants to make an impact 😊 will add value 🌟 will lift the bar in your team 🧡 wants to belong in your organisation 🌏 will play a part in transforming the organisation and it's impact? You're not looking for just anyone. You're looking for the right person. Recruitment is marketing. The words you use, matter. If you want to attract the right talent, you need to do better than 'We're hiring'. #recruitmentmarketing #employerbrand #talentattraction ———————————————————————————————— I’m Cynthia, I help NFP employers and leaders build happy, engaged teams. Heart Talent is proud to be the only business supporting NFP organisations with flexible services across talent attraction, engagement and recruitment marketing. If you want to know more about our modern, marketing-led approach to talent (and how to do better than 'we're hiring'), let's chat! https://lnkd.in/gN29qCa4 https://lnkd.in/gmPj6y-S

Hiring great Marketers is competitive, but 4 small changes in what you say and how you approach hiring can make a big difference. To get an edge, you need to: 1.) Nail The Job Title Like all writing, the headline is the first filtering tool in hiring. Each word plays an outsized role in signaling who the role is for, and who might not be a fit. Make sure your job title conveys the level, focus and speciality of the position. 2.) Craft The Right Job Description If the job title is your headline, the job description is the first 2 paragraphs of your article, and the next most important way to attract top talent. This is particularly true of the first 3 bullets. Even job seekers skim a role, so you need to think carefully about what you describe and how you organize. 3.) Prioritize Your Requirements It’s rare that any candidate is “the one” who perfectly fits your needs. Like your job description, you need to make sure your requirements are specific, necessary and prioritized. Don't ask for it all, and be specific in the language you use to help both the candidates and your recruiting partners find the best fit. 4.) Explain Team Fit The very best candidate hits the notes in the job description and has the soft skills to excel on your team and in your company. Be specific about how decisions are made, leadership qualities and the cultural aspects of the team that set talent up for success. For more detail, check out my article on working with marketing recruiters: https://lnkd.in/gDJtgCKT What have you learned about attracting top talent? Comment below 👇 #marketing #recruiting #executivesearch

Powering up media & marketing teams with skilled professionals and launching candidates into next level careers is what we are passionate about. We come from the business. We get media people. We take the strain out of the search. Let’s chat! . #recruitment #staffing #headhunter #media #marketing #pr #sales .

"𝑾𝒆 𝒉𝒂𝒗𝒆 𝒂𝒍𝒘𝒂𝒚𝒔 𝒉𝒂𝒅 𝒃𝒂𝒅 𝒆𝒙𝒑𝒆𝒓𝒊𝒆𝒏𝒄𝒆𝒔 𝒐𝒇 𝒘𝒐𝒓𝒌𝒊𝒏𝒈 𝒘𝒊𝒕𝒉 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓𝒔....." This week I have on-boarded 4 brand new agencies into our client portfolio and during every single meeting each client has talked negatively about their experience with recruiters. ❌ Lack of communication ❌ No updates ❌ No relevant candidates ❌ Don't understand the role ❌ No idea what we do ❌ They don't know the difference between PR & Marketing ❌ We got ghosted The thing is this. Recruitment is bloody hard. We don't always have the answers. But we CAN always communicate, update, advise and support clients. There's no excuse for not doing that. We are consultants after all. Thank goodness they found me 🥰 #MarketingRecruitment #Hiring #HiringStrategy